General Provisions A self-funded plan with risk management administered by CoreSource covering hospital, surgical, office visits, major medical, laboratory, pharmaceutical charges and treatment of mental and nervous disorders. Dependent children covered to 23 or 26 if full-time students, with opportunity to continue group coverage under COBRA. Coverage is continued for eligible retirees on a secondary payer basis.

Preferred Provider Organization (PPO) The Cooper Union is a member of a Preferred Provider Organization called Cigna. This PPO does not restrict the choice of health care providers. The employee is free to choose any licensed health care professional he or she desires. If, however, the health care professional chosen is also a member of Cigna, then a discount will apply for services rendered. This results in lower costs to both the employee and the Cooper Union. The employee should consult the Cigna directory at www.cigna.com to determine if his or her present health care providers are participants. The directory may also be used to locate new providers.

Dental A self-funded direct reimbursement secondary plan administered by CoreSource. Children covered to age 23 or 26 if full-time students. Benefit percentages vary according to category of service from 100% for preventive to 80% basic, 60% major, 50% orthodontia. Up to $500 preliminary reimbursement over one plan year (January 1 - December 31), after which retroactive payments are made depending on remaining funds at end of each plan year.

Vision A self-funded direct reimbursement secondary plan administered by CoreSource. Children covered to age 23 or 26 if full-time students. Benefit provides reimbursement toward cost of eye examinations, lenses, frames and contact lenses. Up to $250 preliminary reimbursement over two years, limited to $250 for frames (January 1 - December 31), after which retroactive payments are made depending on remaining funds at end of each period.

Employee Healthcare Contributions The Plan allows employees the opportunity to pay their health insurance on a pre-tax or post-tax salary reduction basis. The employee healthcare contributions will be used to pay the employee's portion of health insurance premiums. Increases or decreases in these contributions will correspond with any changes in salary and/or premium costs. Social Security Benefits may be reduced as a consequence of electing pre-tax salary reduction.

Retiree Coverage Employees who are eligible for Retiree benefits (Medical, Vision and Prescription Drug coverage) shall be required to contribute one-half (1/2) of the dollar amount they were paying to participate in the Plan immediately prior to retirement until they are eligible for and covered by Medicare. Upon reaching the age of 65, further contributions toward the cost of the Plan will not be required and Retired employees and their spouses must apply for Medicare Parts A and B as their primary insurance.

Administered through Unum Life Insurance Company with coverage equal to one and one-half (1 ½) times annual base salary rounded to the next thousand dollars; includes coverage for accidental death and dismemberment. May be converted to an individual policy upon termination of employment. Beneficiary changes may be made at any time. No cost to employee.

3. LONG-TERM DISABILITY

Administered by Unum Life Insurance Company. Insurance is effective after one full year of service. After six (6) consecutive months of continuous disability, a monthly income benefit of 60% of basic covered salary, less other income benefits. Monthly contribution of 10% of basic covered salary into employee's retirement account provides continuance of retirement plan benefit. No cost to employee.

4. RETIREMENT PLAN

The Cooper Union makes contributions to a defined contribution plan equal to 10% of an employee’s base salary with immediate vesting whether or not the employee makes a contribution.

Employees who are exempt from overtime and who are scheduled to complete 1,000 or more hours of service are eligible to participate in the Plan upon date of hire.

Full time and part time nonexempt employees who are at least 26 years of age are eligible to participate after completing 12 consecutive months of service. Part time nonexempt employees are credited with a year service for a 12 month period during which they complete 1,000 or more hours of service.

Employees are immediately eligible to make tax deferred contributions through salary reduction to the Plan as soon as administratively feasible, subject to the limitations of the Internal Revenue Service (IRS). Participants age 50 or older or who attain age 50 during the Plan year may make a “catch up” contribution as defined by the IRS. In addition, participants having 15 years of service are permitted to make a special “catch up” contribution.

Cashability feature allows withdrawal up to total amount of CREF accumulations and withdrawal over 10 years for TIAA accumulations at the age of 55 and at termination of employment.

After one year of service, Child Care Leave of up to one month of paid leave, plus up to two months of unpaid leave for a total of three months.

8. FAMILY MEDICAL LEAVE (FMLA)

After one year of service, leave to take care of an immediate family member or for your own serious health condition for up to twelve (12) weeks in a 12-month period.

9. TUITION ASSISTANCE

Offered to employees and dependent children after two years of full-time service. For employees attending a non-profit, accredited institution as an undergraduate matriculated student, Cooper Union pays 60% of net tuition costs up to a maximum of $4,500/year, and offers non-interest-bearing loans for up to 60% of graduate net tuition costs, up to a yearly maximum amount of $3,000. For dependent children of employees, Cooper Union awards a grant of 60% of net tuition up to $6,000 and a loan of 100% of remaining net tuition up to a maximum of $4,500 for undergraduate study; and a loan of 60% of net tuition up to a maximum of $5,300 for graduate study.

10. UNEMPLOYMENT INSURANCE

No cost to employee.

11. VACATION AND PERSONAL DAYS

During the first year of employment, the employee will accrue 10 vacation days and be entitled to two personal days per year.

During the second year of employment, the employee will accrue 12 vacation days and be entitled to two personal days per year.

During the third year of employment, the employee will accrue 14 vacation days and be entitled to two personal days per year.

During the fourth year of employment, the employee will accrue 16 vacation days and be entitled to three personal days per year.

During the fifth year of employment, the employee will accrue 18 vacation days and be entitled to three personal days per year.

During the sixth through ninth year of employment, the employee will accrue 20 vacation days and be entitled to three personal days per year.

During the tenth year of employment and onward, the employee will accrue 22 vacation days and be entitled to three personal days per year.

A maximum of 11 vacation days may be carried over per fiscal year. Personal days cannot be carried over.

12. FLEXIBLE SPENDING PROGRAM

Full-time and part-time employees may be eligible to participate in the Flexible Spending Program. Employees can set aside pre-taxed dollars to be reimbursed for qualified healthcare, dependent care and transportation expenses through payroll deductions. Learn more.

Please contact the Human Resources Department for enrollments forms, deadlines and for current year IRS statutory limits.

Full-time and part-time employees may be eligible to discount gym membership at The New York Health and Racquet Club. Gym membership fees are deducted directly from the employee's paycheck. Contact the Human Resources Department for current membership fees.

Founded by inventor, industrialist and philanthropist Peter Cooper in 1859, The Cooper Union for the Advancement of Science and Art offers education in art, architecture and engineering, as well as courses in the humanities and social sciences.